The Great Resignation is transforming the tech industry, and women are leading the exodus. With 4 million Americans quitting their jobs monthly, companies that fail to adapt will lose their diverse talent—and the competitive advantages that come with it.
Understanding the Great Resignation
The term “Great Resignation” emerged in 2021 to describe an unprecedented wave of voluntary departures. Between April 2021 and April 2022, 71.6 million Americans left their jobs—averaging nearly 4 million per month.
But within tech, a specific pattern has emerged: women aren’t just resigning—they’re leading the charge.
Why Women Are Leaving Tech
The Women Who Code 2022 Equal Pay Report reveals what’s driving departures:
- 77% of women technologists cite total compensation as most important
- 62% value work-life balance
- 43% express the need for remote work options
- 50% of women leave tech by mid-career—a pattern that existed before the pandemic
The pandemic didn’t create these issues—it amplified them and gave workers the leverage to demand change.
The “Great Breakup” in Leadership
According to McKinsey and LeanIn.Org, women leaders are switching jobs at the highest rate in years. The Women in the Workplace report describes this as “The Great Breakup”—women leaving for organizations with better opportunities, flexibility, and commitment to inclusion.
The troubling ratio: for every woman at the director level who gets promoted, two women directors leave.
The Cost of Inaction
Companies losing women face compounding costs:
- Replacement costs of 50-200% of annual salary for senior roles
- Loss of institutional knowledge
- Decreased team morale and productivity
- Weakened employer brand in a competitive market
- Reduced innovation capacity
Meanwhile, competitors who retain diverse talent gain sustained advantages.
What Winning Companies Are Doing
1. Embracing Flexibility
The pandemic proved remote work works. Companies demanding rigid return-to-office policies are losing talent to competitors offering flexibility. For women—who still shoulder disproportionate caregiving responsibilities—flexibility isn’t a perk, it’s a requirement.
2. Fixing Compensation
With 77% of women citing compensation as their top priority, pay equity audits and transparent salary bands are essential. Companies that address pay gaps proactively retain talent; those that don’t lose it.
3. Creating Advancement Pathways
When 80% of women feel they need to leave to advance, the problem isn’t the women—it’s the companies. Clear promotion criteria, sponsorship programs, and visible women leaders make staying worthwhile.
4. Building Inclusive Culture
72% of women report experiencing “bro culture.” Culture change is hard but necessary. Companies like Open Systems embed DEI into their DNA with quarterly initiatives and robust programs.
The Opportunity in the Resignation
While the Great Resignation poses challenges, it also creates opportunity. Talented women leaving other companies are available to join yours—if you’re positioned to attract them.
WomenHack events connect companies with women actively exploring new opportunities. Our speed-interview format creates efficient connections, with response rates 3-4x higher than traditional recruiting.
Taking Action in 2022
The Great Resignation won’t last forever, but its effects will shape the industry for years. Companies that adapt now will emerge with stronger, more diverse teams. Those that don’t will struggle to recover.
Partner with WomenHack to connect with talented women seeking organizations worthy of their commitment.